1. NRF update and
Recruitment trends
Date: May 1st 2014 #nrfconf14 Speaker: Peter Cosgrove

2. AGENDA
• NRF Update
• Global Update on Recruitment
• Ireland Update
• Future Trends
• Conclusion

3. Current committee and staff

4. The Key Objectives 2013/14
• Membership –industry voice
• Education – professionalise industry
• Events – connect and engage
• PR/ Marketing - visibility
• Policy – protect and lobby
• Sponsorship – build partners
• Resource support for members

5. Membership
96% of the industry
Represent the voice of the industry

6. Education
No programme
332 certified2014
2010
**New** NRF course for senior recruiters - May 7th

7. Eamonn Coghlan Bobby Kerr Clive Ryan
12 briefings - 70 (average) attendees
Events

8. Events
Conference in 2013 with
220 attendees
NRF Awards with 323
attendees

9. PR / Marketing
30+ articles in national media….for free

11. PR / Marketing
New newsletter to members
Upgrading NRF.ie site
LinkedIn connections of over
5,000

12. Support to members
New legal helpline established 2014
Resources section of website:
• NERA checklist
• Redundancy legislation for temporary
workers
• TUPE – pitfalls for agencies

13. Support

14. Garda Vetting
Anticipated that over 14,000
candidates will be vetted this
year

15. Representation/ Policy

16. GLOBAL UPDATE ON RECRUITMENT

21. …the agency side

22. Of the following direct hire recruiting tactics, which
one would you say has the highest bang-to-buck
return on spend/effort?
Source: Staffing Industry Analysts, © Crain Communications 2013
1%
1%
2%
2%
2%
4%
4%
8%
15%
24%
36%
Advertise your firm
E-newsletter to existing candidate list
Invest in look/usability of company
web site
Outsourced/offshore
sourcing/recruiting
University recruiting
List jobs on company web site
Pay referral bonuses
Other, please specify
Recruit from existing candidate list
Job boards
LinkedIn
Most effective direct hire recruiting tactics?
©2014 by Crain Communications Inc. All
rights reserved.
Source: Staffing Industry Analysts Staffing Company Survey 2013
Of the following direct hire recruiting tactics, which one would you say has the highest bang-to-buck return
on spend/effort?

23. Of the following temporary worker recruiting tactics,
which one would you say has the highest bang-to-buck
return on spend/effort?
Source: Staffing Industry Analysts, © Crain Communications 2013
1%
1%
1%
2%
2%
5%
5%
12%
13%
27%
29%
E-newsletter to existing candidate list
Facebook
University recruiting
List jobs on company web site
Outsourced/offshore
sourcing/recruiting
Invest in look/usability of company
web site
Pay referral bonuses
Other, please specify
LinkedIn
Job boards
Recruit from existing candidate list
©2014 by Crain Communications Inc. All
rights reserved.
Source: Staffing Industry Analysts Staffing Company Survey 2013
Of the following temporary worker recruiting tactics, which one would you say has the highest bang-to-buck return
on spend/effort?
Most effective temp/ contract recruiting tactics?

24. Growth is top priority— growing revenue, growing market share, expanding clients
Top priorities in 2013
Source: Staffing Industry Analysts, © Crain Communications 2013
1%
1%
1%
6%
9%
9%
9%
10%
16%
17%
21%
Dealing with regulatory issues
Retaining existing clients
Training internal employees
Reducing/controlling costs
Providing excellent customer service
Recruiting quality candidates to place
Recruiting quality internal staff
Expanding number of clients
Growing market share
Improving gross margins
Growing revenue
What is your company’s single top priority?
©2014 by Crain Communications Inc. All rights reserved.Source: Staffing Industry Analysts Staffing Company Survey 2013

25. What are the best and worst decisions a
staffing firm can make?
• best decisions:
– staying segment/niche focused
– adopting more efficient technology
– focusing on VMS/MSP
• worst decisions:
– hiring and appointing the wrong people
– bad acquisition and expansion attempts
– adding too much complexity to organization
©2014 by Crain
Communications Inc. All rights
reserved.
Source: Staffing Industry Analysts Staffing Company Survey 2013

26. …the client side

27. What is the skill set for which your organization
spends the most money on contingent workers
IT skills on top of wish list
Source: Staffing Industry Analysts European Contingent Buyers Survey 2013
"Other" includes:
Healthcare, Education/Training/Library,
Finance/Accounting, Marketing/Creative
and Legal

28. ©2014 by Crain Communications Inc. All rights reserved.Source: Staffing Industry Analysts European Contingent Buyers Survey 2013
MSP
Globally
CW
IC compliance
CW in
strategic
planning
Controlling
costs
Consolidating
suppliers
VMS
Diversify
suppliers
0%
10%
20%
30%
40%
50%
60%
70%
80%
0% 5% 10% 15% 20% 25%
Buyers' single top priority
%
integrating
Service to
stakeholders
Controlling Costs still tops Buyers’ priorities

29. Most buyers plan to increase their workforce
©2014 by Crain Communications Inc. All rights
reserved.
How will your total workforce change over the next two years?

30. IRELAND UPDATE

33. Jobs in the UK up 700,000 on last year

34. Ireland is home to:
ICT: 10 of the top 10 global companies
Born on the Internet: All of the world’s top 10 companies
Gaming: 3 of the top 6 global companies
Pharmaceuticals: 9 of the top 10 pharmaceutical companies
Medical Devices: 15 of the top 20 Med Tech companies
Engineering: 7 of the top 10 Industrial Automation companies
Financial Services: 50% of the world’s top banks
© American Chamber of Commerce Ireland 2014

35. What is made in Ireland?
• 33% of the world’s contact lenses
• 100% of the world’s Botox
• 80% of the world’s medical stents
• 45% of the world’s Tic Tacs
• 12 million Jelly Beans a year
• Sudocrem was invented and produced solely in
Dublin
• 1 in 5 burgers served in McDonald’s across Europe
is made with Irish beef
© American Chamber of Commerce Ireland 2014

36. Ireland data from NRF survey 2014
• Ireland agency turnover 1.8 billion (1.6
billion)
• 75,700 Temps placed (69,000)
• Perm placements 31,000 (26,000)

37. Ireland data from survey
• Industry Expectations: 17% growth in 2014

38. Talent is the critical commodity

39. FUTURE TRENDS/ CHALLENGES/
OPPORTUNITIES

40. ii

41. • 23 million people in Europe are unemployed
yet vacancies are on the rise
• 2011 Manpower study – 1 in 3 employers
struggled to find talent – this in the height of a
recession
• 2000s - less people working at the end of the
decade than at the start
Trends

42. ii

44. Overall HR Strategy
Labour Relations Strategy
Workforce Planning
HR Policy
Performance management
Learning Management
Vendor Management
Agency worker compliance
Selection
Job Posting
Reference checks
Relocation Services
Interviewing
Recruitment
Payroll Services
Induction
Training
HR Audits
Data mining
Sourcing
Selection
Increasing complexity

45. THE RE-REINVENTION OF EVERYTHING
Music
Photography
News
Job Advertising
Everything is changing – why not us
©2014 by Greg savage

46. “doing the same thing over and over again and expecting
different results”
Insanity

47. The REC view of what agencies will profit
• Inch wide, mile deep specialist
• Volume/ low cost operator
• Traditional plus model

48. The client…
• Skill shortages will only get worse
• Clients don’t partner they compete
• Our customers believe that they can do it better than us
• CEOs believe in talent but not our ability to find it
• Clients will continue to invest in talent sourcing
• RPO/ Managed Services will continue to rise
©2014 by Greg savage

49. The candidate…
• Application apathy - a horrible experience
• Recruiters a necessary evil
• Agencies are not special – they use multiple channels
• Beginning to use social channels to find jobs
• Less of a stigma about working “temp/ contract”
• Great candidates will not go to job boards
• Counter offers will increase for all jobs (50+%)
©2014 by Greg savage

50. The recruiter….
• Recruiters hiding behind technology
• Recruiters waiting for candidates to come to them
• Skill-sets needed around influencing, negotiation,
scoping, selling
• Role split between sourcer and salesperson
• Recruiters can’t just rely on an economic recovery
©2014 by Greg savage

51. ©2014 by Greg savage

53. “I've learned that people will forget what you said,
people will forget what you did, but people will
never forget how you made them feel.”

54. So what will a client pay for?
NO
• Recruiters who search 20% of the talent pool
• Recruiters who wait for candidates to apply
• Recruiters who mine Linkedin alone
YES
• Recruiters who can save them time
• Specialists who are candidate magnets
• Finding “unavailable” talent for them
• Advice and consultancy

55. What about temporary markets?

58. Technology

59. Moore’s law

60. I hate networking!!
• 48% of smartphone users use the phone in the bathroom
• ~350 million apps downloaded on Christmas Day
• Mobile internet traffic is overtaking desktop
The future is mobile

61. • 4 in 10 US jobseekers found their best job through
personal connections
• 76% of US social jobseekers found their current
position through facebook not Linkedin
• 40% expect to be able to apply for a job through their
mobile device
JOBVITE Survey 2014

62. Conclusion

63. THE BIGGEST RISK - NOT TAKING RISKS
Take some risks

64. We are in a great business
• Entrepreneurial
• We find people more than just a job
• We are great at what we do
• We are needed more than ever
• but….link with IT and marketing

67. Takeaways
• How will you adapt to change to help you grow?

68. Takeaways
• Your Brand - the importance of the candidate

69. Takeaways
• Embrace technology…..but don’t be ruled by it

70. If you want 1 year of prosperity,
grow grain. If you want 10 years of
prosperity, grow trees. If you want
100 years of prosperity, grow people.
Takeaways

71. THANK YOU
Peter Cosgrove
President - NRF
@petercosgrove
#nrfconf14

72. Thank you to the following for some of the references in the slides
Staffing Industry Analysts (http://www.staffingindustry.com)
Eurociett (http://www.eurociett.eu/)
Towers Watson (http://www.towerswatson.com)
Greg Savage (http://gregsavage.com.au)
American Chamber of Commerce(http://www.amcham.ie)
Crain Communications (http://www.crain.com)
Acknowledgements